Is Overtime Mandatory in California?

Yes, in California, employers can mandate overtime. However, the state has expanded protections beyond federal employment laws. These rules and regulations are designed to safeguard employees and ensure fair treatment. 

Overtime can significantly impact work-life balance, and it’s important for California workers to understand their rights. In this blog, we'll explore the California overtime laws and what employees need to know to stand up for themselves and navigate these protections effectively. 

What Is Overtime in California? 

Under California Labor Code §510, overtime is defined as any time worked: 

• Over 8 hours in a workday 
• Over 40 hours in a workweek 
• Any hours on the 7th consecutive workday 

Understanding Mandatory Overtime in California 

Employers can legally require employees to work overtime as long as they adhere to state regulations. Employees who refuse may face disciplinary action, including termination, unless a valid legal exception applies. 

California is an at-will employment state. This means employers can terminate employees for any lawful reason, or no reason at all. Courts have upheld the employer’s right to terminate at-will employees who refuse to work mandatory overtime. 

Some exceptions include: 

• Employment contracts or union agreements that may limit mandatory overtime 
• Certain health or family conditions (under CFRA or ADA) may require reasonable adjustments 

Exceptions to Mandatory Overtime 

1. Collective Bargaining Agreements 

If an employee is part of a union or covered by a collective bargaining agreement (CBA), the rules about mandatory overtime might be different. CBAs often include negotiated terms about hours, overtime, and scheduling. 

2. Health Care Workers 

Health care workers in California have some additional protections. Nurses and some licensed health care workers in California can refuse mandatory overtime for non-emergencies. In other words, employers cannot force these workers to work beyond their scheduled shifts unless there’s an emergency. 

3. Disability and Reasonable Accommodation

If an employee cannot work overtime due to a disability, and the employer refuses to provide reasonable accommodation, this may violate the Americans with Disabilities Act (ADA) or the California Fair Employment and Housing Act (FEHA). 

What are the Overtime Pay Requirements? 

• Daily Overtime: 1.5 times the regular rate of pay for hours worked over 8 up to 12 in a single workday 
• Double-Time Overtime: 2 times the regular rate of pay for hours worked over 12 in a single workday 
• Weekly Overtime: 1.5 times the regular rate of pay for hours worked over 40 in a workweek 
  
  

California law also requires employers to provide one rest day for every seven-day work period. If an employee works on the seventh consecutive day, they receive 1.5 times their pay for the first eight hours worked, and they should receive 2 times their regular rate of pay for hours over eight. Some exceptions include employees who work fewer than 30 hours per week or less than six hours on a single day. 

Exempt vs. Non-Exempt Employee Status 

To further expand on overtime rules in California, it helps to understand the difference between exempt and non-exempt employees. 

Exempt Employees (Not Entitled to Overtime Pay) 

• Paid on a salary basis, not hourly 
• Must earn at least twice the California minimum wage for full-time employment 
• Perform primarily executive, administrative, or professional duties 
• Common exempt roles include: 
• Executives and managers 
• Licensed professionals (e.g., doctors, lawyers) 
• Administrative employees with decision-making authority 
• Outside salespeople 
• Certain tech workers earning above a specific hourly rate 
• Not eligible for overtime pay, rest breaks, or meal premiums under California labor law 
• Job duties and salary level, not job titles, determine exemption 

 Non-Exempt Employees (Entitled to Overtime Pay) 

• Typically paid hourly, but can also be salaried employees 
• Entitled to overtime pay 
• Entitled to meal and rest breaks under California law 
• Covered by wage and hour protections 
• Must receive accurate wage statements and timely payment 
  
  

Can You Sue for Being Forced to Work Overtime?

You generally cannot sue an employer simply for being required to work overtime. However, you may have grounds for a legal claim if:

• You were not paid the correct overtime rate 
• You were retaliated against for complaining about illegal overtime practices 
• You were denied breaks or forced to work "off the clock" 
• You were wrongfully terminated for refusing overtime based on a protected reason (like a disability or religious belief) 
  
  

So, can employers mandate overtime in California? Yes, as long as it's handled correctly and in accordance with state labor laws. Employers have the right to require overtime work, but they must also compensate employees fairly and observe all legal protections. 

For employees, it's essential to understand your classification (exempt vs. non-exempt), know your rights regarding pay and breaks, and raise concerns if you believe your employer is violating the law.